side by side comparison of 2010 & 2011 tax brackets

The tax rates below are for salaried employees in Israel who are employed full time with one employer. Part-time employees and daily employees taxes are configured pro-rated. The information is provided as such, In case of any discrepancy, the official laws and directives as set forth by the tax authority are the applicable ones.

Tax Rate    2010       2011

    10%        4,770        5,070

    14%        8,470        8,660

    23%      12,720       14,070

    30%      18,250       21,240

    33%      39,340       40,230

    45%     every additional shekel
          from 
39,341      40,231

  

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

January 2011’s payslip

I remember vividly an old priceless"Wizard of Id" comic from way back:
The first frame showed a horse rider, sent by the king, galloping into town yelling "Hear all". When the townspeople gathered around he anounced "I was sent to rid the land from wretched infidels. In order to pay for the expense I hereby levy a new tax, effective immediately. Any questions ?"
A guy in the back of the crowd raises his hand and says "Just one, where do we join up with those wretched infidels?"

While there are no new taxes (yet) in 2011, there are several tax benefits that should raise most employees’ net pay.

The tax brackets remain the same, however the amounts of the brackets have changed, thus widening the actual brackets.

In addition, the worth of each tax credit point was raised from 205 shekels to 209 shekels.

Also, the public transportation rates went up, so those should be adjusted accordingly, as well.

so, while it isn’t very significant, most employees (especially the employees in the lower tax brackets) should receive a raise in their net pay, starting in Jan 2011.

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Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

Waiving rights to a company car

An employee worked in a Hi-tech company for 5 years. In the work contract  between him and the employer it stated that "the employee is eligible to receive a car for his personal use from a leasing company. If the employee chooses this option his salary will be 10,000 shekels (gross) per month; However, if the employee decides not to receive the car, his salary will be 13,000 shekels (gross) per month".

The employee chose not to receive the car. On his payslip each month were the following items:

Base salary 10,000

waived car    3,000

and other irrelevant return of expenses. 

The employee was terminated and the employer calculated his severance pay based on the base salary only. The employee claims that the "car waiver" should be included as well.

Is the employee correct ?

Severance pay regulations dictate that items that are to be taken into account when calculating severance pay will include base pay and any additions paid due to tenure, cost of living or family.

Labor court verdicts rule that "additional payments to base salary are not to be included in calculation of severance pay. However, what institutes an "addition" ? An employer simply naming something an addition on the payslip does not make it such. The essence of the addition is always to be checked before deciding whether an addition is real or fictitious.

The  additions that are "fictitious" are to be seen as part of the base salary for all intents and purposes (including severance pay).

In order to determine whether an addition is not "fictitious", there needs to be a condition or  changing situation, whereas, if the condition is not met the addition is not paid. For example, an employee who receives a rebate of expenses at a set amount each month, regardless of whether he submits invoices or not – this would be considered fictitious. If the employer changes the amount each month based on the invoices that the employee submits, it would be considered an actual addition.

In our case, the employee received a payslip which itemized the base pay as well as the payment for "waiving the rights to a car". The question is: Did the employee do any action or maintain a certain condition in order to receive this "addition" or not ? 

 As far as the facts, it is obvious that the answer is no. therefore the "waived car" addition is salary for all purposes and the employer needs to include this "addition" in the calculation of severance pay.

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 Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

increase in minimum wages ?

A private bill was introduced on Dec 20th to the knesset. An amendment to the minimum wage law. The proposal is to set the minimum wage at 53% of the average salary, instead of the current 47.5%.

This is in lieu of the recent signing of a new salary agreement between the Histadrut klalit (labor union) and the government. 

This would mean a substantial raise of several hundred shekels to many employee’s gross pay, if the bill passes.

I might add that there is a large consensus of knesset members that support the bill, plus the backing of the histadrut and the media.

stay tuned for more info

 

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

 

 

 

 

 

 

Updated amounts for garnished pay

The max amounts that can be withheld as garnished wages have been updated as of Jan 2011.

* single                      2,040 shekels

* single / divorced / widow + 1 child

                                   3,298 shekels

* single / divorced / widow + 2 (or
       more) children       4,114 shekels 

* couple                        3,059 shekels

* couple + 1 child          3,549 shekels

* couple + 2 (or more) children

                                     4,038 shekels

 

Note: the above is not relevant to alimony payments.

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Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

Updated law – Tax deduction for returning residents

The basis for the update to the law expanding tax credit points to returning residents is Aliyah absorbtion, returning quality human capital to Israel and encouraging investors with potential financial capital to make the State of Israel their center of life, by way of targeting them to make Aliyah and invest in the development of Israel’s Economic Resilience.

The main points of the revised law are:

1. Comparing the status of those who return to Israel after ceasing to be a resident of Israel for a period of at least 10 years (veteran returning resident) to the status of an Oleh Chadash for income generated outside of Israel.

2. expanding the exemption on income tax to new olim and veteran returning residents to include all income derived outside of Israel, including assets purchased after aliyah or return to Israel, for a period of 10 years from the date they become a resident of Israel.

3. Exemption of reporting income from outside Israel for a period of 10 years.

4. The changing of the definition of a foreign company or foreign controlled company (as defined by section 5/5 of the tax order) will not count olim chadashim or returning residents prior to the elapse of 10 years from the date they become Israeli residents.

5. Extending the minimum of required time outside of Israel that bestows the right to tax exemptions for a regular returning resident form 3 years to 6 years.

6. Extending the scope of tax exemptions given to regular returning residents to include income from qualifying securities. The rest of the exemptions to regular returning residents remain without change.

7. The definition of "foreign resident" has been revised in order to provide certainty as to the question of date of detachment of Israeli residency.

  Definitions

1. Israeli residents for the first time (oleh chadash) – someone who was never an israeli resident in the past.

2. Veteran returning residents – someone who returns to Israel and becomes an Israeli resident after having been a foreign resident for a minimum period of 10 consecutive years.

3.Regular returning resident – someone who returns to Israel and becomes an Israeli resident after having been a foreign resident for a minimum period of 6 consecutive years.

4. Adaptation year – An oleh chadash or veteran returning resident can continue to be considered a foreign resident for a period of one year from the date of their arrival in Israel, before becoming an Israeli resident.  In order to invoke the adaption year you will need to notify the Ministry of immigration within 90 days of arrival in Israel.

The full explanations of determination of return dates, the application of the law, the consequences of the adaptation year, as well as examples and
 Q & A can be found on the Tax Authority’s website: www.mof.gov.il/taxes

Disclaimer note: The above is general information only. In any case the wording of the law is the determining factor.

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Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

Holiday Pay Directives

Holidays are explicitly defined in the labor laws:
2 days Rosh Hashana, Yom Kippur, 2 days Sukkot, 2 days Pesach, Shavuot and Yom Ha’atzmaut.

Monthly employees are entitled to payment for the Holidays that occur during the month for which payroll is paid, since their base pay is monthly based (set). Such employees receive their regular pay and are not entitled to additional pay for the Holidays.

Employees who receive a daily rate (or hourly rate or contractual employees) are entitled to payment for Holidays, provided that they worked at least 3 months at the place of employment and that they were not absent from work the day before and the day following the Holiday, except with the employer’s permission (for example: all employees were on forced collective vacation because the place of employment was closed during pesach)

Non-Jewish employees: The employer is not liable to pay non-Jewish employees for Jewish Holidays in addition to the Holidays of his/her faith. In this case the employee must choose whether to receive payment for Jewish Holidays or Holidays of his/her faith.

Erev Chag – In work places where the work week is 6 days, work on Erev Chag is 7 hours (payment is for 9 hours- full day) and in places where the work week is 5 days, work on Erev Chag is 8 hours (payment is for 9 hours- full day).

Hol-Hamoed: There are no directives in the law with regard to Hol-Hamoed or the payment for work on these days. As far as the law is concerned, these are regular, normal work days. This is of course unless there is a collective agreement at the place of work which specifies differntly,or if it is specifically mentioned in an employee’s work contract.

This directive commenced by power of the comprehensive mandatory order about shortening the work week to 43 hours, which went into effect on July 1, 2000 and applies to all employees and employers in the State of Israel.

 

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay 

 

Additional tax changes in 2011

 Tax credits

value of tax credit point                                209 shekels

qualifying income ceiling for section 45 alef   8,200 shekels

25% credit ceiling                                        143.50 shekels

35% credit ceiling                                         200.90 shekels

minimum annual donation (charity)                  310  shekels

   Tax deductions

qualifying income ceiling for section 47            8,200 shekels

5% ceiling – savings for section 47                     410 shekels

 Tax exemptions

pension credit ceiling (for pensioners)               7,990 shekels

35% tax exemption ceiling for pension           2,796.50 shekels

exempt severance pay ceiling (per year worked) 11,650 sh.

exempt personal presents                                   200 shekels

exempt subsistence allowance for foreign
workers (per day)                                                310 shekels

exempt ceiling for blinddisabled                     48,300 shekels 

ceiling loan balance                                        7,320 shekels

percent of interest according to section 3 tet       4.00% 

base ceiling for exemption on employer’s allocation
towards keren hishtalmut                                        15,712 sh

base ceiling for exemption on employer’s allocation
towards kupat gemel for pension                             33,228 sh

exempt subsistence per year of work                            112 sh

Tax discounts

A rated settlements     *                                  18,970 shekels

B rated settlements     *                                   12,640 shekels

Miscellaneous

maximum tax rate for partialqadditional income        45%

maximum tax value for cell phone usage               100 shekels

* For a full list of the approved settlements for 2011 consult the tax authorities.

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Paid private consultations are available on payroll and labor law issues..

 

   

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

New tax brackets for 2011

In 2011, the tax rates (%) remain the same, but the amounts in each bracket have been revised.

The new tax rates for 2011 are as follows:

monthly gross pay                    tax rate in %       tax

     up to 5,070                                10                 507

     next 3,590  (up to 8,660)            14                 503             

     next 5,410  (up to 14,070)           23               1,244

     next 7,170  (up to 21,240)           30               2,151

     next 18,990  (up to 40,230)         33               6,267 

     every additional shekel                45                ——

 

personal credit points have been updated as well to 209 shekels each (form 205 shekels in 2010) 

Note: the taxes are gross (prior to credits). All amounts are in shekels. Since taxes are configured annually the  following table is for a monthly salary only. In certain situations other restrictions or laws may apply. The above information is meant as general information and in any case of contradiction, the existing tax laws and regulations are the deciding factor.

paid private consultation sessions are available.

 

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay

 

Mandatory dress code at work ?

   

In Germany, a recent court verdict regarding appropriate dress code at the place of work required male employees who want to grow a beard to come to work with it trimmed and neat, and women are required to wear bras to work, not only that, but the bra must be white or skin color (unless the woman wears a t-shirt on tp of the bra and under her outer layer of clothing, in order that it not be seen through the outer layer of clothing. Also employers are permitted to request that employees have normal length of finger nails.

These demands by employers, ruled the court, "are not infringing on personal rights but rather form a normal ethical dress code which is proper in the place of work". 

The court did however rule that employees are permitted to dye their hair any color, are permitted to put nail polish on and wear wigs.

 The Israeli labor laws would do well to adopt these rulings too, especially since many employers do not. This just proves that it isn’t a religious thing, but normal common sense in a place of work, where people should feel that they are at work and not on the beach or in the gym at best or tel baruch.

Moshe Egel-Tal, CSPP
Founder and CEO, Israpay   "making payroll simple"

 Sitehttp://www.israpay.com
 Email:  mo***********@***il.com

Skype: motal7

Snail Mail:  p.o. box 44429 Jerusalem, Israel 91443

 Follow me on social networks: Facebook, xing, twitter, Plaxo, FriendFeed, LinkedIn, Digg, Tagfoot, Myspace    Username: Israpay